Library: Policy

OKDHS:2-1-8. Employee Engagement

Revised 2-22-23

(a) Purpose.  The first step of progressive discipline is employee engagement.  Employee engagement may be utilized to correct infractions of statute, policy, practice, or procedure regarding work performance or behavior.  This phase may serve to streamline the progressive discipline process and to bring a potential problem to an employee's attention before it escalates.  Employee engagement  can include :

(1) a warning;

(2) a discussion;

(3) a corrective interview;

(4) coaching;

(5) counseling;

(6) performance improvement or professional development plans;

(7) an oral reprimand; or

(8) a letter of concern.

(b) Requirements.

(1) Supervisors consult with the assigned Human Resource Management (HRM) Performance and Compliance Management unit personnel analyst prior to issuing a:

(A) performance improvement plan or professional development plan; or

(B) letter of concern.

(2) Initiating employee engagement may be a verbal process.  However,  documentation of employee engagement is noted and maintained by both the supervisor and employee.  The supervisor or employee may be asked to recall the events of the employee engagement process  in the event that continuing to the next steps in the progressive discipline process is warranted.  When next steps are warranted, the supervisor:

(A) informs the assigned HRM Performance and Compliance Management unit personnel analyst that previous employee engagement has occurred; and

(B) forwards to HRM signed copies of all documents provided to the employee.